HR Business Partner – R&D, Product & Strategy, Operations and Enabling Functions (Europe)

📍 Job Overview

Job Title: HR Business Partner – R&D, Product & Strategy, Operations and Enabling Functions (Europe)
Company: Danaher
Location: Puch bei Hallein, Salzburg, Austria; Salzburg, Salzburg, Austria; Vienna, Austria; Bad Reichenhall, Bavaria, Germany; Freilassing, Bavaria, Germany; Munich, Bavaria, Germany; Schönau am Königssee, Bavaria, Germany
Job Type: Full-Time
Category: Human Resources / Operations Support
Date Posted: December 11, 2025
Experience Level: 5-10 years
Remote Status: On-site

🚀 Role Summary

• This role serves as a critical HR Business Partner, aligning regional people practices with global business objectives for R&D, Product & Strategy, Operations, and Enabling Functions across Europe.
• It involves acting as a trusted advisor and subject matter expert to business leaders, providing strategic HR solutions and operational support throughout the employee lifecycle.
• The position requires a strong understanding of labor laws across multiple European countries and the application of continuous improvement methodologies to enhance HR operations and employee experience.
• The HR Business Partner will drive improvements in HR processes, ensuring legal compliance while optimizing efficiency and effectiveness within a dynamic, fast-paced global organization.

📝 Enhancement Note: While the title is "HR Business Partner," the inclusion of "Operations and Enabling Functions" and the emphasis on "HR operations" alongside business partnering suggests a role with a significant operational focus. Candidates should be prepared to discuss how HR processes directly support and enable operational efficiency and strategic business goals, particularly within R&D and product development contexts. The Danaher Business System (DBS) mention indicates a strong emphasis on continuous improvement and lean methodologies, which will be central to the role's strategy.

📈 Primary Responsibilities

• Act as a strategic sparring partner to business leaders, translating business needs into actionable HR strategies and solutions that drive organizational performance.
• Lead HR activities at assigned business sites, ensuring alignment with global business objectives and fostering a culture of continuous improvement.
• Proactively partner with leaders on workforce planning, organizational design, talent optimization, and staffing strategies, collaborating closely with Talent Acquisition to attract diverse profiles.
• Provide expert HR guidance and coaching to people leaders on critical areas including talent acquisition, leadership development, employee relations, performance management, career progression, change management, compensation, and HR policy interpretation.
• Ensure strict adherence to legal compliance and labor regulations across Austria, Germany, Belgium, and other relevant European countries, acting as a subject matter expert on local labor laws.
• Collaborate effectively with global HR Centers of Excellence (COEs) to execute strategic HR initiatives and implement global HR programs.
• Drive continuous improvement within HR scope, utilizing DBS or similar methodologies (Lean Six Sigma) to enhance HR processes and employee experiences.
• Partner with and effectively manage relationships with local works councils and employee representatives, ensuring constructive dialogue and compliance with local regulations.
• Manage and lead change initiatives within the supported functions, demonstrating strong change management expertise in a multi-cultural environment.
• Contribute to the development and implementation of talent management programs, including succession planning and leadership development, to build a robust talent pipeline.

📝 Enhancement Note: The responsibilities clearly delineate a dual focus: strategic business partnering and robust HR operations management. The emphasis on "driving improvements," "legal compliance," and "works councils" highlights the operational rigor expected. Candidates should prepare to discuss their experience in operationalizing HR policies and ensuring seamless execution of HR processes across different European geographies.

🎓 Skills & Qualifications

Education:

• Bachelor's degree in Human Resources, Business Administration, or a related field.

Experience:

• Minimum of 5 years of progressive experience as an HR Business Partner or HR Manager, with a significant portion spent supporting global organizations in multi-country environments (specifically Austria and Germany).
• Proven experience in HR operations, including talent acquisition, talent management, organizational design and development, succession planning, leadership development, compensation, and employee communications.
• Demonstrated experience managing change initiatives and complex HR projects within a multi-cultural and fast-paced business environment.

Required Skills:

• HR Business Partnering: Proven ability to build strong relationships with business leaders and act as a strategic advisor.
• Labor Law Expertise: In-depth knowledge of labor laws and regulations in Austria, Germany, and other relevant European countries, with a strong emphasis on HR compliance.
• Continuous Improvement: Proficiency in applying continuous improvement methodologies such as Danaher Business System (DBS), Lean, or Six Sigma to optimize HR processes and operations.
• Talent Management: Comprehensive understanding of full-lifecycle talent management, including recruitment, performance management, development, and succession planning.
• Change Management: Demonstrated experience leading and managing organizational change initiatives effectively.
• Employee Relations: Strong skills in managing employee relations, conflict resolution, and fostering a positive work environment.
• Cross-Cultural Collaboration: Ability to work effectively and collaboratively across diverse teams and geographies in a multi-cultural setting.
• Language Proficiency: Fluent in both German and English (written and spoken) is mandatory.

Preferred Skills:

• Additional European languages (e.g., French) are highly advantageous for broader regional support.
• Experience with HRIS systems for data management and reporting.
• Familiarity with HR analytics and using data to drive HR strategies and operational improvements.
• Project management skills for leading HR initiatives.

📝 Enhancement Note: The requirement for "5 years of experience as HR Business Partner/Manager in Austria & multi-countries, supporting global organizations with a focus on HR operations and HR Business partnering, including previous exposure and knowledge of labor laws in various countries" is a key differentiator. Candidates should highlight specific examples of their experience in operationalizing HR strategies and navigating complex multi-country HR landscapes. The mention of DBS, Lean Six Sigma is critical and requires candidates to showcase practical application of these principles in HR contexts.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Demonstrations of how HR initiatives have directly supported operational efficiency and business objectives within R&D, Product, Strategy, or Enabling Functions.
• Case studies showcasing successful workforce planning, organizational design, and talent optimization strategies implemented in complex operational environments.
• Examples of HR process improvements driven by continuous improvement methodologies (DBS, Lean Six Sigma), detailing the problem, solution, and measurable outcomes.
• Documentation of experience managing HR compliance and labor relations in multiple European jurisdictions, highlighting proactive risk mitigation strategies.

Process Documentation:

• Evidence of developing and streamlining HR workflows, particularly those impacting operational teams (e.g., onboarding for technical roles, performance management cycles for project-based teams).
• Examples of implementing HR policies and programs that enhance employee engagement and retention, with a focus on operational staff.
• Documentation of collaboration with works councils or employee representatives, detailing approaches to negotiation, consultation, and achieving mutually beneficial outcomes for operational efficiency.

📝 Enhancement Note: For an HRBP role supporting operational functions, a portfolio demonstrating the practical application of HR principles to drive operational outcomes is crucial. Candidates should be prepared to present specific examples of how their HR strategies have contributed to efficiency, talent optimization, and compliance within operational contexts, ideally showcasing metrics and ROI where possible.

💵 Compensation & Benefits

Salary Range: The collective agreement for employees in the electrical and electronics industry applies. The minimum basic salary is €4,341.85 gross per month. Danaher offers competitive compensation with a willingness to pay above the collective agreement, depending on experience and qualifications.

Based on typical HR Business Partner roles with 5-10 years of experience in Austria and Germany, a competitive annual salary range would likely be between €65,000 and €85,000 gross per year, with potential for bonuses and other company-specific incentives.

Benefits:

• Health & Wellness: Comprehensive health insurance, wellness programs, and potential for mental health support resources.
• Retirement Planning: Contributions to retirement or pension plans as per local regulations and company policy.
• Professional Development: Opportunities for continuous learning, training, certifications, and participation in industry conferences, aligned with DBS principles.
• Work-Life Balance: While an on-site role, Danaher often offers flexible working arrangements where feasible, alongside standard paid time off and holidays.
• Employee Assistance Program (EAP): Confidential support services for employees facing personal or work-related challenges.
• Danaher Business System (DBS) Integration: Opportunities to learn and apply world-class continuous improvement methodologies, fostering significant professional growth.

Working Hours:

• Standard full-time working hours, likely around 40 hours per week, with flexibility to manage workload and project demands in collaboration with business leaders.

📝 Enhancement Note: The provided minimum basic salary of €4,341.85 gross per month translates to approximately €52,102 gross per year. This is a baseline. Given the experience level (5-10 years) and the multi-country scope, a more realistic competitive range for an HR Business Partner in Austria/Germany would be €65,000 - €85,000 annually. The "willingness to overpay collective agreement" confirms this. Benefits are standard for a large multinational corporation, with a strong emphasis on professional development tied to DBS.

🎯 Team & Company Context

🏢 Company Culture

Industry: Danaher operates within the life sciences, diagnostics, and biotechnology sectors, with Molecular Devices specializing in scientific instruments and solutions that empower researchers. This context means a culture that values innovation, scientific rigor, and tangible impact on global health and discovery. Company Size: Danaher is a large, global conglomerate with over 65,000 employees worldwide, operating through more than 15 distinct operating companies. This scale offers stability, extensive resources, and opportunities for broad impact. Founded: Danaher was founded in 1969. Its long history signifies stability and a proven track record in building and managing successful businesses through its proprietary Danaher Business System (DBS).

Team Structure:

• The HR Business Partner will be part of a global Human Resources team, reporting to the Global HR Director for R&D, Product & Strategy, Operations, and Enabling Functions.
• This role will primarily partner with business leaders in R&D, Product & Strategy, Operations, and Enabling Functions within Europe.
• Collaboration will extend to the global HR team, Centers of Excellence (COEs), and local HR teams across various European sites.

Methodology:

• Danaher Business System (DBS): This is foundational. The role will heavily involve applying DBS principles, including Kaizen events, Lean manufacturing concepts, and continuous improvement methodologies, to HR processes and business challenges.
• Data-Driven Decision Making: Emphasis on using HR analytics and metrics to inform strategies, measure impact, and drive performance improvements.
• Strategic Partnership: A proactive, solutions-oriented approach to partnering with business leaders, deeply understanding their challenges and providing integrated HR support.
• Process Optimization: A core function will be to identify, analyze, and improve HR processes for greater efficiency, compliance, and employee experience.

Company Website: www.danaher.com and www.moleculardevices.com

📝 Enhancement Note: Danaher's culture is heavily influenced by the Danaher Business System (DBS). Candidates should demonstrate an understanding and appreciation for continuous improvement, lean principles, and data-driven decision-making. The role's support for "Operations and Enabling Functions" means the HRBP must be adept at understanding the operational challenges and needs of these departments.

📈 Career & Growth Analysis

Operations Career Level: This role is positioned as a mid-to-senior level HR Business Partner. It requires significant autonomy, strategic input, and the ability to manage complex HR challenges across multiple countries and functions. It's a key role for someone looking to deepen their expertise in HR operations and strategic partnering within a global, science-driven organization. Reporting Structure: The HR Business Partner reports to a Global HR Director, indicating a structured reporting line that aligns with global HR strategy. This provides exposure to senior leadership and global HR initiatives. Operations Impact: The HR Business Partner's primary impact will be on enabling the success of R&D, Product & Strategy, Operations, and Enabling Functions. This involves ensuring these critical business units have the right talent, organizational structure, and HR support to achieve their goals, ultimately contributing to product innovation, operational efficiency, and overall business performance.

Growth Opportunities:

• Deepening DBS Expertise: Extensive opportunities to become proficient in the Danaher Business System, a highly sought-after skill set that can lead to future roles within Danaher or other DBS-aligned companies.
• Global HR Exposure: Potential to expand scope to cover more regions or business units within Danaher, or to transition into global HR COE roles.
• Leadership Development: Opportunities to lead HR projects, mentor junior HR professionals, and develop strategic leadership capabilities.
• Career Progression: Path towards Senior HR Business Partner, HR Director, or specialized HR roles within Danaher's diverse portfolio of operating companies.

📝 Enhancement Note: The role offers significant growth, particularly in mastering the Danaher Business System (DBS). Candidates should highlight their ambition for continuous learning and their interest in applying operational excellence principles to HR functions. The multi-country scope is a valuable experience builder for future international HR leadership roles.

🌐 Work Environment

Office Type: This is an on-site role, requiring regular presence at the specified Austrian location (Puch bei Hallein). The environment will likely be a modern office setting within a larger R&D or manufacturing facility, facilitating close collaboration with operational teams. Office Location(s): The primary location is Puch bei Hallein, Austria, with potential travel to other German and Austrian sites (Bad Reichenhall, Berchtesgaden, Freilassing, Munich, Salzburg, Vienna) as needed to support business leaders and teams.

Workspace Context:

• Collaborative Environment: The workspace is designed to foster close collaboration with operational leaders, R&D teams, and enabling functions, ensuring HR support is integrated and responsive.
• Tools and Technology: Access to modern HRIS systems, communication tools, and potentially data analytics platforms to support HR operations and reporting.
• Team Interaction: Regular interaction with local HR colleagues, global HR teams, and business stakeholders across various European locations, facilitated by digital communication tools.

Work Schedule:

• A standard full-time work schedule (approximately 40 hours per week) is expected. While on-site, there may be a degree of flexibility to manage project deadlines and business needs, particularly given the dynamic nature of supporting R&D and operational functions.

📝 Enhancement Note: The on-site requirement in Puch, Austria, is firm. While collaboration is global, the candidate must be comfortable working from a specific physical location and potentially traveling to other European sites to maintain strong relationships with the supported functions.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screening: A recruiter or HR team member will review applications to assess alignment with core requirements (experience, language skills, location).
• Hiring Manager Interview: An interview with the Global HR Director or hiring manager to delve into experience, HR philosophy, and fit with the team and Danaher's culture. Expect questions on strategic partnering, HR operations, and continuous improvement.
• Case Study/Presentation: Candidates may be asked to prepare a presentation or case study on a relevant HR challenge, such as optimizing an HR process, managing a change initiative, or developing a talent strategy for operational teams. This will assess problem-solving, strategic thinking, and presentation skills.
• Stakeholder Interviews: Interviews with key business leaders from R&D, Operations, or Strategy in Europe to evaluate partnership capabilities, communication style, and understanding of operational needs.
• Final Interview: Potentially with a senior HR leader or executive to discuss overall fit, career aspirations, and alignment with Danaher's values and the DBS methodology.

Portfolio Review Tips:

• Focus on Impact: Showcase quantifiable results and the business impact of your HR initiatives, especially those related to operational efficiency, talent acquisition for technical roles, or employee engagement in operational settings.
• DBS Integration: Clearly articulate how you have applied continuous improvement principles (Lean, Six Sigma, Kaizen) to HR processes. Provide specific examples.
• Multi-Country Experience: Highlight your ability to navigate diverse labor laws, cultural nuances, and manage HR operations across different European countries.
• Strategic Alignment: Demonstrate how your HR strategies directly supported business objectives and operational goals. Use case studies that illustrate this connection.
• Conciseness and Clarity: Present complex information clearly and concisely. Use visuals where appropriate to illustrate process flows or data.

Challenge Preparation:

• Operational HR Scenarios: Be prepared for hypothetical questions about managing employee relations issues, implementing new HR policies in an operational context, or supporting large-scale organizational changes.
• DBS Application: Practice explaining how you would use DBS tools to analyze and improve specific HR processes relevant to R&D or operations.
• Stakeholder Management: Prepare to discuss how you would build rapport and influence business leaders, especially those focused on operational metrics.

📝 Enhancement Note: The interview process will heavily scrutinize candidates' understanding and application of the Danaher Business System (DBS). Practical examples of process improvement using Lean or Six Sigma within an HR context are essential. Portfolio elements should focus on tangible business outcomes and cross-border HR operational challenges.

🛠 Tools & Technology Stack

Primary Tools:

• HRIS Systems: Experience with global HR Information Systems (e.g., Workday, SAP SuccessFactors, Oracle HCM) for employee data management, HR operations, and reporting.
• Applicant Tracking Systems (ATS): Familiarity with ATS for managing recruitment processes and sourcing talent, particularly for specialized roles in R&D and operations.
• Performance Management Platforms: Experience with systems designed for goal setting, performance reviews, and continuous feedback.
• Learning Management Systems (LMS): Knowledge of platforms for delivering and tracking employee training and development programs.

Analytics & Reporting:

• HR Analytics Tools: Proficiency in using HR data and analytics tools to generate reports, identify trends, and provide insights on workforce metrics (e.g., headcount, turnover, engagement scores).
• Business Intelligence Tools: Familiarity with BI tools (e.g., Tableau, Power BI) for creating dashboards and visualizing HR data for stakeholders.
• Excel/Google Sheets: Advanced proficiency for data analysis, manipulation, and reporting.

CRM & Automation:

• Collaboration Platforms: Use of tools like Microsoft Teams, Slack, or similar for communication, project management, and team collaboration across distributed teams.
• Project Management Software: Experience with tools that facilitate project planning, execution, and tracking of HR initiatives.

📝 Enhancement Note: While specific tools aren't listed, candidates should highlight experience with enterprise-level HRIS and a strong aptitude for data analysis and reporting. The ability to leverage technology to streamline HR operations and support data-driven decision-making is key, especially within a DBS-focused organization.

👥 Team Culture & Values

Operations Values:

• Impact & Accountability: A strong emphasis on delivering tangible results and taking ownership of outcomes, particularly in supporting operational functions.
• Continuous Improvement: A core value driven by the Danaher Business System (DBS), encouraging constant seeking of better ways to perform tasks and achieve goals.
• Data-Driven Decisions: Reliance on metrics and data to inform strategies, measure progress, and ensure objectivity in HR decision-making.
• Collaboration & Teamwork: Fostering a supportive environment where individuals work together across functions and geographies to achieve common objectives.
• Integrity & Compliance: Upholding the highest ethical standards and ensuring adherence to all relevant laws and regulations.

Collaboration Style:

• Proactive Partnership: Engaging with business leaders and teams to anticipate needs and offer solutions before issues arise.
• Cross-Functional Integration: Working closely with R&D, Product, Strategy, Operations, and Enabling Functions to ensure HR support is fully integrated into their processes and objectives.
• Global HR Alignment: Close collaboration with global HR teams and COEs to ensure consistency and effective implementation of global HR strategies.
• Open Communication: Maintaining transparent and consistent communication with employees, leaders, and works councils.

📝 Enhancement Note: The company culture is deeply rooted in the Danaher Business System (DBS), emphasizing continuous improvement, data-driven decision-making, and accountability. Candidates should be prepared to discuss how they embody these values in their HR practices and interactions.

⚡ Challenges & Growth Opportunities

Challenges:

• Navigating Multi-Country Complexity: Managing diverse labor laws, cultural nuances, and varying employee expectations across multiple European countries presents a significant challenge.
• Balancing Global Strategy with Local Needs: Ensuring global HR initiatives are effectively implemented while respecting local regulations and cultural specificities for operational teams.
• Driving Change in a Dynamic Environment: Implementing new HR processes or organizational changes within fast-paced R&D and operational functions requires strong change management skills.
• Integrating HR Operations with Business Operations: Effectively demonstrating the value of HR operations to operational leaders who are primarily focused on technical and production metrics.

Learning & Development Opportunities:

• DBS Mastery: Becoming an expert in the Danaher Business System, a transferable skill with immense value across industries.
• Global HR Strategy: Gaining experience in shaping and executing HR strategies on a global scale.
• Specialized HR Skills: Developing deeper expertise in areas like organizational design, talent management, or employee relations within specialized functions like R&D and Operations.
• Cross-Cultural Leadership: Enhancing leadership and communication skills in diverse, international environments.

📝 Enhancement Note: The primary challenge will be the complexity of managing HR operations across multiple European jurisdictions while driving continuous improvement aligned with DBS. Growth opportunities are substantial, especially in mastering DBS and developing global HR leadership capabilities.

💡 Interview Preparation

Strategy Questions:

• "Describe a time you used the Danaher Business System (or a similar continuous improvement methodology) to improve an HR process. What was the outcome?" (Focus on quantifiable results and process steps.)
• "How would you approach aligning HR practices for operational teams with global business objectives across Germany, Austria, and Belgium?" (Highlight your understanding of regional differences and global strategy.)
• "Walk me through your process for managing a significant organizational change initiative impacting operational teams. What were the key challenges and how did you overcome them?" (Demonstrate change management expertise and stakeholder engagement.)

Company & Culture Questions:

• "What do you know about the Danaher Business System and how would you apply its principles in this HRBP role?" (Showcase your research and understanding of DBS.)
• "How do you ensure a positive and compliant employee relations environment when dealing with works councils and diverse employee groups?" (Assess your approach to employee relations and compliance.)
• "Describe your approach to building trust and credibility with business leaders in R&D and Operations." (Focus on partnership, communication, and delivering value.)

Portfolio Presentation Strategy:

• DBS Case Study: Prepare a detailed case study of an HR process improvement project, clearly outlining the problem, your analytical approach using DBS principles, the implemented solution, and the measurable impact on efficiency or business outcomes.
• Cross-Border HR Challenge: Present an example of navigating complex labor laws or HR policies in multiple countries, detailing the specific regulations, your strategy for compliance, and the successful resolution.
• Talent Strategy for Operations: Showcase how you developed or executed a talent strategy (e.g., for attracting specialized engineers, improving performance management for production staff) that directly supported operational goals.

📝 Enhancement Note: Prepare specific examples that clearly demonstrate your experience with the Danaher Business System (DBS) or similar continuous improvement frameworks. Be ready to discuss how you've applied these principles to HR operations and business challenges. The emphasis will be on practical application and measurable results.

📌 Application Steps

To apply for this operations-focused HR Business Partner position:

• Submit your application through the provided link on the Danaher careers portal.
• Tailor your Resume: Highlight your experience in multi-country HR operations, knowledge of European labor laws (especially Austria and Germany), and any application of continuous improvement methodologies (DBS, Lean, Six Sigma). Quantify achievements wherever possible.
• Prepare Your Portfolio: Curate 2-3 key projects or case studies that demonstrate your HR business partnering skills, operational HR improvements, and experience with cross-border HR management. Focus on projects with clear business impact.
• Research Danaher & DBS: Thoroughly understand Danaher's business model, its operating companies (like Molecular Devices), and critically, the Danaher Business System. Be ready to articulate how you would leverage DBS in this role.
• Practice Interview Responses: Prepare answers to common HRBP questions, focusing on strategic alignment, operational efficiency, change management, and stakeholder management, with specific examples from your experience.

⚠️ Important Notice: This enhanced job description includes AI-generated insights and operations industry-standard assumptions. All details should be verified directly with the hiring organization before making application decisions.

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